Rajai Kamal

Responsible for aligning organization objectives with employees and management. The position
serves as a consultant to management on human resource-related issues, acts as an employee
champion and changes agent. The role assesses and anticipates HR-related needs.
Communicating needs proactively within Main Street Launch, seeks to develop integrated
solutions. maintains an effective level of business.
Duties and tasks:
• Develops and administers various human resources plans and procedures for all personnel.
• Provides day-to-day performance management guidance to line management (e.g., coaching,
counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale,
and increase productivity and retention.
• Conducts recruitment effort for all exempt, nonexempt and temporary workers; writes and
places advertisements; works with supervisors to screen and interview candidates; conducts
reference checking; extends job offers; conducts new-employee orientations; monitors careerpath program and employee relations counseling; conducts exit interviews.
• Identifies training needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to
ensure training objectives are met.
• Establishes and maintains department records and reports Maintains organizational charts and
employee directory.
• Ensures compliance with all federal, state and local employment laws.

•Recruitment & Talent Acquisition:
- Maintain all talent requirements for organization and prioritize all work and assist all
internal hiring manager to maintain knowledge on candidate qualifications and schedule
all telephone interviews.
- Supervise all candidates and monitor all interviews and maintain appropriate recruitment
status reports and analyze all metrics and assist to implement all recruitment strategies.
- Prepare reports and track all candidate status and schedule interviews with all candidates.
- Maintain strategies for same and maintain quality of all candidates and prepare in various
strategic events.
- Maintain all job descriptions and maintain quality for same and design various potential
employee retention for assign area and provide support to all recruitment processes.
•Training & Development:
- Participate in various job fairs and prepare efficient network of all talent and develop and
implement various strategies for all training programs and participate in various training
programs.
- Prepare required training programs to achieve all development objectives.
- Maintain an efficient electronic learning management system to retain all employees and
assist all hiring managers in development assessment processes.
- Analyze all training requirements in coordination with managers and vendors and
administer recruitment process.
- Participate in various

• Organizational Design & Development :
- Assists in the planning and implementation of the HR strategy with a specific accountability for recruitment and selection
- Support in development and implementation of transparent HR policies and practices that build a fair and positive work environment and promotes a healthy organization culture.
- Supports the HR Management to implement approved recruitment strategies of various JRF departments using internet tools, online ads, agencies, etc.
- Supports on changes relating to JRF's Compensation and Benefit Structure to ensure it is competitive and attracts and retains the best talent
- Supports in the development of new HR technology and tools to ensure all compensation and benefits matters are built into efficient and effective HR systems for self-service with secure and easy to access information, transparency and real time reporting for HR core services.
• Recruitment and Selection:
- Contributes towards workforce planning by identifying the gaps between current roles and future needs of the departments, and ensure that all hiring based on the priority basis.
- Conducts the entire recruitment process to enable selection of quality talent for vacant positions within defined timelines that includes conducting employment checks, pre-screening and interviews.
- Supports recruitment with workforce costs and budgets in accordance with Department Heads and Finance needs.
- Trains colleagues in JRF Recruitment & Selection practices to ensure that hiring managers are working according to JRF policies and procedures
- Refers to the Job Descriptions to identify key accountabilities and requisite competencies for all vacant positions and provide the same to the recruitment agencies and search engines.
- Utilizes search engines and headhunting agencies to find suitable candidates for available vacancies in an efficient and cost effective manner.
- Sets up interviews for all vacancies, with a selected interview panel, and provides feedback to the hiring manager and updates the candidate of the outcome.
- Conducts HR interviews along with the interview panel, and provides recommendations to the hiring manager, obtains their decision and informs the candidate.
- Informs prospective colleagues about joining formalities and hiring policies and ensures smooth arrival of the colleagues within stipulated date.
- Prepares Conditional Offers for selected candidate based on successful employment checks and verifies the offer with the compensation structure, thereby ensuring agreement of the hiring manager on the same.
- Handles negotiations regarding new hire and their joining date in coordination with hiring manager, prior to preparing a legally binding employment contract for the new hires in coordination with the policy and procedures of JRF.
- Administers joining formalities of the new hires ensuring that all the documentation provided by the new hire is accurate and up-to-date to finalize new hire requirements
- Maintains resume database of the candidates and manages the recruitment management system to ensure up to date information of recruitment activities.
Performs other duties as from time to time as assigned by the Reporting Manager.
• Employees Relations:
- Offering counseling services to employees.
- Conduct on boarding orientation.
- Managing employee complaints.
- Discipline and Termination Processes.
- Investigation procedures.
- Conducting exit interviews.

• HR Compliance:
- Provides services, advice, controlling and maintenance to the National Director, Facility Heads and national key functions regarding Human Resources in line with "Who we are", “Our Human Resources Development Approach”, “SOS Brand”, “Child Protection Policy”, “ONE Strategy” and the national Annual Plan.
- As a member of the National Management Team and the objective leader for ONE Movement, the HR Manager is actively participating in developing and implementing the national plan. Ensures the implementation of the Human Resources department plan, the SOS-KDI guidelines, policies, approaches and strategies.
• Compensation & Benefits:
- To lead on updating and managing compensation structures, variance analysis and correction as per cost of living and benchmark data.
- To support and develop all compensation and benefits related matters and ensure growth and succession planning based on SOS Competency Model.
- Lead on Job Evaluation and Job Descriptions for all roles in the foundation.
- Ensure variance analysis and correction in partnership with HR, Finance and Division Heads.
• Talent Management & Organizational Development:
- Works collaboratively with the organization (site/functional) leadership team and HR team to develop a healthy leadership pipeline for the organization (site or function).
- Leads the implementation of all talent, leadership and team planning processes, policies and procedures at the site or within the function that includes but is not limited to succession planning, leadership selection and assessment, leadership development planning and the site’s annual organizational development readiness plan.

• Policy & procedures implementation of new HR policies, procedures and processes.
• Reward advice and support employees on company benefits.
• Performance Management coaching managers on performance management issues and processes.
• Recruitment & retention - managing talent and succession planning; taking overall responsibility for recruitment activity and campaigns.
• Employee Relations managing absence, grievances, sickness etc. Measure employee satisfaction and identify areas that require improvement.
• Managing HR budgets.
• Training - Implementing the training and development agenda; identify areas that need attention and improvement.
• Audit payroll sheet.

Freelance Recruiting Consulting: Project
• Source, screen, and place the right candidates as per client requirements.
• Client Acquisition- Identify new clients and develop business.
• Coordinate with Clients on requirements.
• Head hunt for niche positions.
• Remuneration on Profit sharing basis.

Azadea group: Recruitment Specialist: Aug 2007 - May 2010

• Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
• Manages and coordinates all communication with candidates.
• Interview candidates up to supervisor's level and provide feedback to both HR Manager and line Manager.
• Assist the HR Manager in developing job descriptions.
• Control, maintains and updates manpower plan and prepares related monthly and weekly reports.
• In charge of appointment letters and contracts.
• In charge of post the vacancies on Bayt, Monster, and sniper hire.
• Designs recruitment advertisements.

• In charge of monitoring working hours, leave application, medical insurance.
• Implementation HR policies such as path career, job description, as well as other clerkly work.
• Recruitment: recruitment procedures, appointments and contracts, coordinator between recruitment agencies and the administration, polarization the employees from other banks and try to convince them to work in the Jordan Kuwait Bank, contacts with others banks regards recruitment procedures as well as salaries scale, preparation recruitment and resignation charts.
• Training: identifying training and development needs within a bank through job analysis, appraisal schemes and regular consultation with business managers and human resources department.

- Managed the day-to-day HR issues such as employees’ Payroll, Increments, Leave Applications, Gratuity, Final Settlements, Resignations, Terminations and On-site accidents (coordination with medical centers).
- Ensured compliance with corporate HR policy; advised employees regarding performance issues.
- Supervise, evaluate and assign work to support staff as assigned.
- Organize a filing system for important and confidential documents.
- Prepare reports and presentations on HR-related metrics like total number of hires by department